Something I wished I’d had when I was leading were the insights on how psychological safety ensures deeper, more proactive conversations on the things that impact individual and team productivity. This would have been such a game-changer for me as a leader: I would’ve been more influential in building my team’s productivity, meeting organizational goals and supporting team wellbeing. Psychological safety wasn’t on the radar for me, but it is for you, so here’s a guide to support you while you’re supporting your team. Creating a safe and supportive work environment is crucial for employee engagement, productivity, and overall team success. In today's fast-paced and demanding world, it's essential for leaders to understand the importance of psychological safety and how it can encourage their team members to openly discuss concerns like exhaustion, stress, workload, and potential burnout. So, here are some practical strategies to help you cultivate psychological safety within your teams.
Creating psychological safety within your team is a continuous journey, but the benefits are immeasurable. By fostering an environment where employees feel comfortable discussing their concerns about exhaustion, stress, workload, and burnout, you build a resilient and supportive team that will produce exceptional work. Remember, as a leader, your role is to guide and support your team members, and by implementing these strategies, you can make a positive impact on their wellbeing, engagement, and overall performance. So, use these tips to build a culture of psychological safety and watch your team thrive! You may also enjoy these articles:Click on the picture to read the blog.
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Navigating Organizational Culture: A Guide for Middle Managers Worried About Employee Burnout5/16/2023 Some of the TOUGHEST conversations I’ve ever had at work were when I needed to influence up for the wellbeing of my team. These always felt precarious, like balancing on the edge of knife; on the one hand the need to drive change or disappoint, on the other a career-limiting move. As a manager in the messy middle of the hierarchy, your role is crucial in maintaining a positive work environment for your team. One of the most pressing issues middle-managers often face is employee burnout, which can be exacerbated by systemic practices within your organization. However, addressing productivity, wellbeing and burnout concerns at the next hierarchy level requires some prep and finesse. Here I share the practical tips I learned for your consideration, so you can feel more confident bringing up these concerns in a way that fosters mutual benefit and won’t jeopardize your career.
Middle managers have a unique position; you can see both down and up in your organization. This puts you in a unique position to identify barriers and offer solutions to remove operational impediments to organisational success. Proactively addressing burnout risks that come about because of systemic practices and cultural barriers that employees have no control to change is an opportunity. It’s a chance to initiate change and address both culture and practices that contribute to reduced employee productivity and performance. By approaching these conversations with empathy, gathering data, focusing on mutual benefits, and using constructive language, you can have productive discussions with your manger (and others) without jeopardizing your career. Remember, positive change starts with a courageous conversation. Consider the benefits to your team and organization in creating a healthier and more supportive work environment for everyone. You may also enjoy these articles:Click on the picture to read the blog.
For over 15 years, I hustled in the high-tech sector, where burnout was an all-too-common phenomenon. That industry, with its bold ambitions, tantalizing prospects, and relentless boom-and-bust cycles, often placed employee wellbeing on the back burner (and still does). As someone who has experienced the pain of serial layoffs firsthand, both as a leader and an employee, I've witnessed the devastating impact of burnout on a workforce. The high-tech sector is not alone in creating an environment for burnout. In many of today's fast-paced work environments, burnout has spread its toxic tendrils across sectors and industries, affecting employees far and wide. Unfortunately, many of these individuals hesitate to confide in their managers about their burnout concerns due to deep-seated fears and anxieties. This hesitance deprives leaders of the crucial, proactive conversations that could revolutionize their teams' overall productivity and individual performance. This has a negative impact on leaders trying to hold together teams, because you too are an employee with a stake in this matter. So, to support your role as a leader, here are the five most significant concerns employees have when discussing burnout with their leaders I learned about from working in the "burnout zone" AND the ways to overcome them.
Overcoming the five biggest employee concerns about discussing burnout requires removing barriers to important conversations that support the wellbeing and future success of your team and organization. This is about more then offering yoga classes or promoting self-care, it's about seeking out the systemic aspects of your workplace employees can't influence, the ones that contribute to burnout. By addressing burnout with empathy and understanding, and sharing your concerns and strategies with upper management, you can take the necessary steps towards creating a more sustainable work environment that proactively addresses employee exhaustion and boosts productivity. You may also enjoy these articles:Click on the picture to read the blog.
Authentically existing in the corporate world can be a daunting challenge. In my corporate HR days, I remember on-boarding a new executive on their first day, who quickly realized they were over-dressed for working in a tech company: “Ah, does no one here wear suits?” This highlights that from the moment you step into the office (physical or virtual), you’re often expected to conform to a certain set of rules and behaviors. You’re pressured to dress a certain way, speak a certain way, and act a certain way based on your peers and organizational culture. It can feel like you’re putting on a mask, hiding your true self, and suppressing your unique qualities. Parking who you really are to go to work each day isn’t healthy. This tension can be especially difficult when you value authenticity, individuality, and creativity. Not being able to be your natural self means you’re compromising your values and sacrificing your identity in order to fit in and succeed in the corporate world. This can feel like you’re living a double life, presenting one version of yourself to your colleagues and another version to friends and family. Plus, it’s exhausting to be two people, feeling like you are doing neither of them justice. I've worked in offices where I naturally fit in, and many I didn't. It's excruciating trying to navigate how to belong, and losing yourself in the process. When you're not authentic, it's easier to be over-looked or dismissed at work. One of the reasons why daring to be your authentic self can work in your favour. Truth is, authenticity and success in the corporate world are not mutually exclusive. In fact, being true to yourself and embracing your unique qualities actually enhances your performance and helps you stand out in a crowded and competitive field. One way to authentically exist in the corporate world is to focus on your strengths and passions. Rather than trying to fit into a mold or emulate someone else's success, identify what makes you unique and valuable. What skills and talents do you possess that set you apart from your colleagues? What aspects of your job do you enjoy the most? By honing in on your strengths and passions, you can bring your authentic self to the workplace and excel in your role. As the saying goes, there’s only one you, that’s your superpower. Another way to authentically exist in the corporate world is to cultivate a supportive network. Seek out colleagues and mentors who share your values and provide guidance and encouragement. Connect with like-minded individuals through professional organizations or networking events. By surrounding yourself with people who understand and appreciate you for who you are authentically, you’ll feel more confident and empowered in the workplace. Authentically existing in the corporate world will always have its challenges, but it’s not impossible. By focusing on your strengths and passions, cultivating a supportive network, and staying true to your values, you can bring your authentic self to the workplace and thrive in your career. Remember, success in the corporate world is not about fitting in, it's about standing out comfortably and making a meaningful contribution.
When I chose human resources (HR) as a profession (fresh out of university), it was after hearing a very inspirational talk from someone who worked in HR. I had found my dream profession and I was all in! Years later I realized I was so committed to my profession, and to seeing that inspirational but “rose-tinted” vision of HR through, that I burned out professionally. So much so, I decided to leave the HR profession entirely to pursue coaching. While it’s been a great career move for me, I always wondered what would’ve happened if I hadn’t burned out in the first place? Mine is a cautionary tale. Your career can be a major source of pride, identity, and accomplishment. It’s natural to want to do well and feel good about the work you do. However, it’s important to be aware of the risks of over-identifying with your career. When you define yourself by your career, you start to see yourself solely in terms of your job title, responsibilities or profession. You may start to define your self-worth based on your job performance, which can be difficult when doing so means continuing to “up your game” year-over-year to attain the same performance recognition. This leads to feelings of anxiety, stress, and possible physical/emotional burnout. In my case over-identification created a loss of balance in my life, impacting my health because I neglected other really important aspects of my wellbeing; like my relationships, hobbies, and physical self-care. Everything took a back-seat to work, resulting in what is almost the worst-case burnout scenario; it re-triggered an autoimmune disorder that ended up calling all the shots in my life (and sometimes, still does). Over-identifying with your career, can also make it difficult to handle setbacks or changes in your professional life. For example, if you experience a career set-back, like a negative performance review, company reorganization or a change in your job responsibilities (i.e., an unwelcome change in where you sit on the organizational chart), you may feel like you’ve lost a part of your identity. This makes it harder to bounce back and experience continued enjoyment at work, or find a new job or adjust well to changes in your work life. It may also trigger fears around job security that leads to additional stress and can tip you into burnout. In my case I thought I was handling these types of career challenges well. Turns out I’m an excellent liar… to myself. Any change to my status-quo at work was internalized as a threat, meaning even when I wanted to, I had a hard time seeing the opportunity. This intensified my burnout cycle and eventually I needed to step back from work for my health. It’s important to remember your job does not define who you are as a person, and if all you have to talk about with friends and loved ones is your work, you may be at risk of over-identification. You’re so much more than your profession. But, it's easy to fall into the trap of over-identifying with your career. You spend a significant portion of your life working, and it's natural to want to find meaning and purpose in your role. However, when you tie your entire sense of self-worth and identity to your career, you risk losing sight of the other important aspects of your life, leaving yourself vulnerable to stress and burnout (like I did). Here are some of the tips I could’ve used when my commitment to my career was out of balance with my life:
I lost track of this truth: While my HR career was a significant part of my life, it wasn’t the only thing that defined my worth. Losing perspective contributed to my burnout. Ensure you have hobbies, interests, and relationships that make up your well-rounded identity. All we each have is this one beautiful and precious life. By maintaining a healthy approach to moderation between your work and personal life, you can reduce the risks of over-identifying with your career, maintaining a sense of fulfillment and happiness in all aspects of your life, creating a work life you can love. Professional burnout is 100% preventable, but it’s up to you to support what you need for your physical and emotional wellbeing (no one else can do that for you).
Ever been told you need to think more strategically? It can be both blessing and curse, especially if your boss is less then clear on what that means at your organization (or for your role). I’ve been given this nugget of advice in my career many times, and what I’ve learned is you can’t assume everyone one defines “strategic thinking” the same way, nor that your boss/organization is ready for your strategic thinking (even when they asked for it). Here's my proven 8-minute primer on what to do if you’ve been asked to be more strategic at work, so you can master this skill. First Steps to Empower Your Strategic Thinking Define to align Strategic thinking is a big phrase, not everyone defines it the same way, based on their values, risk tolerance, organizational culture and internal politics. Ask others in your organization how they define strategic thinking. Make notes of their definitions (or if they have none) and work to align your understanding of this critical phrase (beyond the “Google” definition) – this may take several conversations. Don’t rely only on your manager’s definition, ask several leaders in your organization how they define this key phrase. “Strategic thinking means being able to look at complicated problems and situations in a big-picture way. It involves figuring out what solutions or opportunities could help someone or a group of people reach their goals. This requires gathering information, predicting what might happen in the future, and considering different options before making a choice.” – Chat GPT Understand the how Once you have a feel for what strategic thinking is (and is not) in your organization, begin building a picture of what you need to exercise it more often in your work. As an example, here are some of the key skills involved in strategic thinking:
“Strategic thinking is important for leaders, managers, and anyone who makes decisions. It helps them to set goals, decide what's most important, and adjust their plans when things change. Being strategic also means being creative and coming up with new and better ways of doing things.” – ChatGPT Discuss your needs As you begin to think more strategically, involve your manager (particularly if they highlighted this as an area of development for you). You may need to ask for access to specific data, or to sit in on meetings you’re not currently invited to. As you continue to practice strategic thinking, keep your manager aware of your learning journey so they can support what you need to build your strategic thinking skills. This has the added bonus of demonstrating to them how you’re making changes to think more strategic in your role. Celebrate your successes As you continue to build and practice your strategic thinking skills, help your manager to understand the positive outcome for your team and organization. Don’t have any tangible results? Don’t be put-off, strategic thinking takes time, and it’s often difficult to pin point a specific result. Sharing with your manager what you’re seeing and thinking can demonstrate your ability to think strategically, even when there are no tangible outcomes, yet. Be provocative As your strategic thinking skills grow, you’ll find you see things others don’t, and you may doubt the importance of what you see because others are not seeing it too. Be provocative, ask a question to support your exploration of strategic thinking. As an example, asking the opposite of something can support critical thinking that leads to a more strategic outcome: “Looking at this from all angles, what if we don’t do this, what would be the impact?” is one way to do this. Be mindful of your timing, and audience. Pursuing these types of queries one-on-one may have a better impact then in a group meeting (and vice versa). Be politically savvy Every organization has internal politics. Strategic thinking involves considering the bigger picture and making decisions based on long-term goals and objectives. In order to do this effectively, it is important to understand the internal politics of your organization, including the power dynamics and relationships that exist between different departments, teams, and individuals. You’ll need to develop strategies for building relationships, gaining support, and navigating decision-making processes in a way that aligns with your long-term goals and objectives. “Strategic thinking may involve identifying key stakeholders and building relationships with them to gain support for your initiatives. It may also involve navigating complex decision-making processes, which may be influenced by internal politics.” – ChatGPT Strategic thinking isn’t always easy. Often it means de-personalizing solutions for the best outcome, which can have an impact on your work and the work of others. However, strategic thinking is fast rising as an important skill, particularly for anyone pursuing an executive role. Strategic Thinking for Career Success If your career trajectory takes you to the C-suite (i.e., CEO, COO, CFO, CHRO, CMO, etc.) strategic thinking is a must, not a nice-to-have. If you’re ideal position is supporting the C-suite (Director, line manager, project manager, etc.), then strategic thinking is key for you too. Here’s why:
Strategic thinking can help you to be more effective and successful in your career (no matter what role you’re in). It helps you identify opportunities, make better decisions, and lead with confidence. Overcoming Common Barriers to Strategic Thinking Strategic thinking isn’t a “magic bullet”. You’ll need to overcome every-day barriers to successfully adopt strategic thinking into your ways of working.
Overall, these barriers can hinder strategic thinking and prevent you from making the best decisions for yourself or your organization. It’s important to be aware of these barriers and work to overcome them to engage in effective strategic thinking. What to Do When Your Boss Resists Your Strategic Thinking Another barrier can come in the form of your bosses’ limitations when it comes to strategic thinking. While your manager may have asked you to build this capacity, they may not have it themselves, or may become intimidated by your insight and suggestions. Here are some things to do if your boss is not on board:
It’s important to be proactive and (ah-hem) strategic in your approach to engaging with your boss. By clarifying expectations, building a case, finding allies, being flexible, and considering other options, you can work to overcome their resistance to your strategic thinking so you continue to add value to your organization. These are the key strategies I’ve used successfully in the past to support building my own strategic thinking skills (and those of my clients). This isn’t always an easy journey; truthfully, sometimes I was told to think more strategically because my boss couldn’t think of anything more concrete to offer as constructive criticism (and their lack of leadership became my career game-changer). Don’t let vagueness stop you from building this key skill. By understanding the steps and skills to being more strategic, identifying how strategic thinking supports your long-term career goals and overcoming barriers and resistance to strategic thinking (for you or your boss) will ensure you master this critical skill BEFORE you need it.
I love a good time management system. I have drawers full of colourful highlighters, markers, and sticky notes. I have calendars where I can track my commitments and write lists. I have visual planners on my wall to keep me on top of everything. And I use none of them. Beyond a mild addiction to office supplies, I’ve fallen in and out of love with about 10 different approaches to managing my time, all in the hope that one of them will magically mean I get everything done and can finally relax. All that these time management tricks have really done is sucked up my time and made me feel bad for failing to get the results I so desperately wanted. Time management techniques are touted as the solution to workplace stress, so it makes sense to use them. But while they can be useful tools for improving productivity, they may not give you the results you need when it comes to lowering stress levels. In fact, relying too heavily on time management techniques can sometimes intensify stress and lead to burnout. One of the reasons why time management techniques may not always be effective in reducing your stress is they tend to focus on efficiency and productivity rather than wellbeing. While it's important to be efficient and productive at work, these goals shouldn't come at the expense of your physical and mental health. When you become too focused on maximizing your output at work, you may neglect other important aspects of your life, such as:
Another reason why time management techniques may not always work is because they don't take into account your unique needs and circumstances.
Time management techniques may also not be effective in reducing stress because they often involve prioritizing tasks based on their urgency or importance. While this can be a useful strategy for managing your workload, it can create a sense of pressure and anxiety when you have a long list of tasks that you need to complete urgently. Instead of focusing solely on urgency and importance, consider factors such as your energy level, your motivation, and your enjoyment of different tasks. You’ve been highly effective in your career so far, which points to the fact you likely already have strong time management practices. Case in point, adding to my time management regimen did not net me ANY gains, but it did ratchet up the pressure I was putting on myself, which is something to watch because that kind of pressure can lead to stress and possible burnout. While time management techniques can be helpful tools for improving productivity (and a bit of fun to set up… what with all the new office supplies, coloured sticky notes and crisp planners), they may not lower your stress levels. To reduce stress at work, prioritize your wellbeing and individual needs by considering a more holistic approach to managing your time. Things that did work well to manage both my productivity and stress levels at work were prioritizing tasks, taking breaks, checking my expectations, holding boundaries with others and (when really stressed) deep breathing techniques. I also found focusing on activities that brought me joy and fulfillment away from work, as well as at work, helped a lot. Ultimately, reducing stress requires empathy and self-compassion. If doing compassionate things for yourself at work is a struggle, consider asking for help from a career coach who can support your stress management, rather than focusing solely on time management.
Employees can go “rogue” in all kinds of ways and for all kinds of reasons. I’ve been blindsided as a manager by employees who took a small project and blew it up into something huge (unnecessarily). I’ve also experienced unexpected changes in workplace behaviours from employees who’d worked for me for a long time. It’s tough because it erodes trust that’s been built up over time, and can also impact overall operations when you no longer feel you can rely on someone who was always very reliable in the past. As a leader, you have to get to the bottom of it fast, here’s why:
However, when the disrespectful behaviour is new and the employee has been a great employee up to this point, it's important to approach the situation with caution and sensitivity. There could be underlying reasons why the employee's behaviour has changed, such as personal or work-related stress, health issues, or changes in their personal life. Here are some steps you can take to address the situation:
Longstanding employees are the back-bone of any team or business, so it’s important to address the situation with empathy and understanding, while also being clear about your expectations for this employee's behaviour going forward. By offering support and following up regularly, you can help your employee improve their behaviour and get back to being the great employee you know them to be. Additional things to consider in preparing for a feedback conversation with a longstanding employee include:
It's important to address disrespectful behaviour as soon as it becomes apparent, to prevent it from affecting the morale and productivity of the entire team. This can be a hard move, especially if you’ve never had to speak to this employee this way in the past. However, as difficult as this is, it’s a worthwhile investment. By being clear about your expectations and following up regularly, you can help the employee improve their behavior and maintain a positive work environment for everyone.
It’s spring, finally! What a difference from last spring, when there was still a lot of thought and concern about the pandemic and any precautions that were needed as everyone went about their day. This year, it’s a lot clearer with respect to what we’re collectively doing as a society and in our workplaces. It’s a nice change. It also means we’ve been working in hybrid for over a year now, and as companies have transitioned to a hybrid work model, it's important for you to consider your experience and how hybrid is working for you. Every workplace has taken a slightly different approach to hybrid, and many are still evolving to best suit their employees and business needs, so now is the perfect time to assess this for yourself. Here are some tips to get you started:
This is an iterative process; you may not get to a place that works as effectively as you’d like it to without some experimentation. There’s also no “perfect” solution with hybrid (or any other workplace model); all of them have their pros and cons. If you’re struggling with identifying your needs, or how best to approach your manager with them, here are some further tips and considerations:
By considering these factors, you can identify your hybrid workplace needs and make the changes you need to at home, while communicating effectively with your employer to have both home and office working well for you. Advocating for your hybrid workplace needs is essential for your successful work experience and career (and for creating a work life you can love). By identifying your needs, communicating with your manager, highlighting the benefits, being flexible, and following up, you can help create a work environment that works for both you and your employer.
Before I started my coaching practice 10 years ago, I worked in different corporate Human Resources roles. Each organization I worked for was compelling and exciting. Often, I’d fall in love with what they were trying to do and end up over-committing myself, working ridiculous hours. This is not the way to love your working life, it’s the path to possible burnout. Holding healthy boundaries at work is essential for maintaining your wellbeing, which includes having work/life moderation and building realistic expectations with your colleagues and manager. Here are my “lessons learned from the corporate trenches”; tips on how to establish and maintain healthy boundaries at work so you can avoid over-commitment and burnout:
While each of these steps sounds simple, they can take consideration and practice, to support you through any emotional challenges you face in being assertive or saying no, working with any feelings of guilt for prioritizing yourself. One way to ease feelings of guilt is to provide a brief explanation for your decision. For example, you might say, "I'm sorry, I won't be able to take on that project because I’m working on a priority deadline right now." This helps the other person understand why you're saying no, citing business needs to depersonalize your refusal and reducing any potential misunderstandings. If it’s your manager asking, remind them of the things you have assigned to you and ask which one is the priority, and which ones can wait. Recognizing your capacity and what’s realistically going to get done helps to negotiate healthy expectations you can meet. It's also helpful to remember you have the right to say no and prioritize your own needs. While providing a work-based explanation for your decision to say no is respectful, recognize you don’t have to share personal commitments as a way to explain why you can’t take something on (it’s none of their business that you have a hot date with a bubble bath). It's not selfish to take care of yourself or to prioritize your loved ones. Setting boundaries leads to increased productivity and creativity at work in the long run, meaning your investment in yourself will pay off for both you and your organization. Holding healthy boundaries at work is essential to creating a work life you can love, one where you have a positive relationship with your colleagues and manager. By defining your boundaries, being assertive, learning to say no, prioritizing self-care, and seeking support (guilt free), you’re looking after the most precious resource you’re responsible for – you.
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